Three ways to work together, and you are not committing to the biggest one by having a conversation. Most clients start smaller than they expected to and grow into it.
No long term contractReal numbers on the first callKeep your providersNot a PEO
Three ways to work together
Pick the one that matches where you are.
These are not packages with feature lists. They are three different shapes of relationship, and the right one depends on whether you have anybody doing HR today.
Option 01
Your whole HR department
Need an HR department but not another full time employee.
We manage the day to day HR function. Your employees and managers come to us with questions, and we work closely with you on everything above that. You get the function without the salary, the benefits load or the recruitment risk that comes with hiring one.
Employees and managers contact us directly
A named person who knows your business
Everything from day to day questions to difficult situations
Works alongside your existing payroll and benefits
Most common for 15 to 150 employees with no HR person
Option 02
Backup for your team
Already have someone handling HR. You may not need to replace them.
We work alongside your office manager, administrator, HR coordinator or internal HR professional, adding expertise and capacity when they need it. They keep the relationships and the day to day. We take the heavy situations and the things nobody in house has done before.
Your person stays and keeps the relationships
Expertise on call for the situations they have not met
Extra capacity at open enrollment, year end or a growth spurt
Nobody is being replaced, and we will say that plainly
Most common where one person has quietly absorbed HR
Option 03
One project at a time
Sometimes you just need something done.
A defined piece of work, scoped and priced up front, with a beginning and an end. No retainer, no commitment to anything afterwards. Plenty of clients start here to see how we work before deciding whether they want more.
Fixed scope, agreed before we start
No retainer and no ongoing commitment
A natural way to try us out
Often becomes ongoing support, but it does not have to
Most common as a first engagement
Project work
Things clients most often ask us to just do.
Each of these is scoped and priced before anything starts, with a beginning and an end.
Employee handbook development
HR audits
Job descriptions
Compensation studies
Recruiting projects
Onboarding programs
Performance review programs
Policy development
Employee investigations
Organizational restructuring
HR system implementation
Manager training
Getting started
What actually happens, in order.
1
The call
Twenty minutes. You describe what is on your plate, Brandi tells you what she would take on and what she would leave with you. No pitch and no deck.
2
A written proposal
What is in scope, what it costs and how we would start. In writing, so you can think about it without anyone chasing you.
3
We learn your business
Your people, your providers, your systems and the situations that keep coming back. Nothing about your payroll or benefits changes.
4
We start where it hurts
Not everything at once. Whatever is most urgent or most exposed goes first, then the rest on a schedule you can absorb.
5
You have somewhere to call
From then on, HR has a place to go that is not your desk.
What does not change
You do not need another HR platform.
Keep the payroll provider you like. Keep your benefits relationships. Keep the technology that works for your company. We work alongside your existing providers and connect the pieces.
Your payroll provider
Your benefits broker and carriers
Your accountant
Your existing HR software, if you like it
Your employees, on your own EIN
Because software is not an HR department.
Technology is useful. Payroll platforms are useful. Employee portals are useful. But there are still moments when a business owner, manager or employee needs an actual person.
Someone needs to answer the question.
Someone needs to follow up.
Someone needs to talk to the employee.
Someone needs to make sure the paperwork gets completed.
Someone needs to coordinate with payroll.
Someone needs to help the manager through a difficult conversation.
Someone needs to make sure things do not fall through the cracks.
That is where HR People comes in.
Questions
Cost, contracts and commitment.
Ongoing support is a monthly fee based on headcount and scope. Projects are quoted as a fixed price before any work starts. You will have real numbers on the first call, not after a discovery process, and if we are not a fit for your budget we will say so then rather than three conversations later.
No. Ongoing support is month to month. The reasoning is simple: if you stay because you are locked in rather than because it is working, that is not a client relationship worth having.
No. Your employees stay your employees on your own EIN, there is no co employment arrangement, and your payroll tax filings continue exactly as they are. A PEO takes your workforce onto their books. We do not, and for most small businesses that distinction matters a great deal.
No, and we would usually advise against it. Keep the payroll provider you like, keep your benefits relationships, keep the technology that works. We work alongside your existing providers and connect the pieces.
We will give you a realistic start date on the first call once we know the scope. Urgent employee situations we can help with straight away, even while the wider arrangement is still being agreed.
That is a legitimate way to work with us. Some clients call a few times a year when something lands. If that is genuinely all you need, we would rather tell you than sell you a retainer you will not use.
Tell us what is on your plate.
Twenty minutes, no pitch. Brandi will tell you which of the three fits, what she would take on and roughly what it costs. If you are not ready for us yet, she will say so.